The architecture, engineering and construction (AEC) and mechanical, electrical and plumbing (MEP) industries look quite a bit different today than they did in 2019. For companies that are moving forward with hiring for new positions or replacements, a recruiting strategy is increasingly important.

More and more these days, recruiting is becoming a continuous process that involves honing the company culture so it is attractive to the types of employees the company wants to hire. Some of the appealing features of company culture might include: a creative atmosphere, innovative work, diversity, a good reputation, positive mission, and a policy of allowing employee input on companywide decisions.

As you develop your company’s individualized recruiting strategy, it may serve you well to include:

  • Partnering with recruiters and career coaches
  • Offering cash inducements to current employees for referrals
  • Internships
  • Establishing clear career paths
  • Offering signing bonuses
  • Using digital promotion, such as LinkedIn

For a number of years now, we have seen the demographics of potential employees change. Some do not know much about the AEC or MEP industries. In order to gain talented individuals, companies will sometimes need to paint a picture of the career potential that these industries offer. There are selling points that make the potential careers in both sectors attractive.

AEC and MEP jobs are hands on, highly collaborative, they offer transferrable skills, have flexible career paths, and there are also office positions and opportunities for people management. While certain positions require site visits or face-to-face meetings with customers, other positions do not. The new flexible model of in-office vs. work-from-home – or hybrid model schedules that utilize both – can work for certain AEC and MEP positions.

Estimates are that as much as 25% of the workforce is retiring or resigning to change companies or even entire careers. Some people have had time to think about it and are figuring out what they really want in a career, causing a great reshuffle. Companies in a hiring mode can take advantage of that movement by putting together a recruiting strategy that attracts complementary talent and people who round out the company culture that has been developed and nurtured.

Employees are increasingly seeking a work-life balance. That might include flexible schedules, hybrid working conditions, generous paid-time-off, paid family leave, daycare services, employee retreats and outings, education assistance, financial and physical wellness programs, and professional development. A Harvard Business Review article reported that over half of job seekers consider job benefits a major factor in whether they will accept a job offer.

Whatever benefits you choose to feature within your company, they will give your company a competitive edge in attracting top talent. Your benefits portfolio will also be an investment in your workforce that promises to repay you in loyalty, trust and a higher quality of work.

Bridging the Gap Podcast, episode 106 with guest Bryce Batts

Tune in today to episode 106 of Bridging the Gap podcast as we talk with AEC recruiter Bryce Batts and get her take on the new face of recruiting in the modern-day workforce. 


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